Speed-Divorcing: In Atlanta April 28, 2012

Attention:  Those thinking about or in the early stages of divorce and wrestling with overwhelm, anxiety or uncertainty about where to begin or what comes next…

Would you like to step out of the fog and receive clarity and answers for your burning questions in a fast, efficient and money-saving manner?

If so, You are in the Right Place! 

You are invited to join us for …

Speed Divorcing!

Hosted by Divorce Money Matters®

Your place to get answers and make connections with caring, respected professionals who will help you get the answers you need and the guidance you deserve…FAST! 

When: Saturday, April 28, 2012 – 10:00 am – 2:00 pm

Click below for more information and registration:


Mediators from One Mediation will be in attendance.


Divorce Expo – Novel Concept, Big Dividends for Information Gathering

Recently, the people of Detroit had the opportunity to attend a Divorce Expo.   While this type of expo does not share the same zip of the Bridal Expos, Fashion Expos, etc., it arguably has a much more important impact, particularly for families in crisis and transition.

Indeed, learning just a little about so many aspects of the divorce process – the legal, the emotional, the financial, the children’s issues, and more – in one location over a dedicated period of time could be a critical step in many families avoiding missteps and losing critical opportunities.  In Atlanta, the closest 2012 events to this Divorce Expo include Visions Anew Institute’s April 21st “Divorce 101” Seminar  (this seminar is women only – men at a later date) or Divorce Money Matters’ April 23rd “Speed-Divorcing” Event.  Both are low-cost, high impact – tell a friend.


Jennifer Keaton to Speak at Professional Development Seminar

Jennifer Keaton, a member of One Mediation’s panel of neutrals, has been invited to speak on negotiation on April 19, 2012 at the State Bar of Georgia.  For more information, click here.

Internal Complaints….The Lids Fly Off When!!

A 37 Page Complaint…recently, a major agency received this written complaint from a high ranking official in the organization that blasted an even higher ranking official.  Politically motivated?  Do-gooder doing the right thing?  Someone who’d “had it up to here”?

Too often, employers dismiss internal complaints rather than move them into a credible investigative process because they are too concerned with what may appear (and may actually be) questionable motives in raising the concern rather than focusing on “clearing the air” to determine if a problem exists.

Employers should have an investigative process in place before a need to investigate internal concerns arise.  Some employers utilize “hot lines,” while others have “open door policies” and harassment policies with a stated complaint process.  These options often suffice, but employers who have been through contentious litigation regarding the workplace usually can point to opportunities that they wished they’d offered to hear about the concern before hearing it from opposing counsel, a governmental agency, or through a court pleading.

Interested in learning about options for your workplace?  Contact One Mediation regarding its internal dispute resolution programs, E-Resolved hotline options, and more.  Simple solutions at work!


Workplace Investigation Training: Module I (Agenda)

One Mediation’s Workplace Investigation Training is hands-on, experiential learning.  The agenda for Module I can be found by clicking here: Workplace Investigation Training Module I Agenda.

Guest Blogger: Special Considerations for Small Business Owners Facing Divorce

If You Are A Small Business Owner Facing Divorce, Get Specialized Help

By Jimmy E. White, Esq.


Jimmy White advises small business owners who also trust him in Family Law matters.

 They are in the news every month – the celebrity or business owner going through an excruciating divorce that threatens to wipe out their life’s work.  I was reading an article recently about Frank and Jaimie McCourt. Frank (and arguably Jaimie) was the owner of the L.A. Dodgers until the divorce closed the door.  Ms. McCourt fought her husband tooth and nail for half ownership of the team.  When it was over, Jaimie agreed to surrender the bankrupt team to Frank in exchange for a promise of about $130 million. 

What has that got to do with you?  Maybe more than you want to know.  It is a great example of the risks of going through a divorce that involves a family business.  While most of us don’t have a gazillion dollars to fight over, many of us own small businesses.  Often one or both spouses work in the business, and when the divorce comes along, sorting out the pieces is a nightmare.  And that is just between the two spouses!

It is common for two or more individuals to own and run a business together.  One owner gets divorced and the other owners suddenly find themselves in a bad place.  Business records may be scrutinized in the divorce by experts for the parties and by the court.  The non-owner will often claim an interest in the business and may even try exerting some control over the business.  Can you imagine the heartburn?

There is no way to be completely certain to avoid such headaches, but there are precautions that may provide the business owner some security and may minimize the turmoil.  Prenuptial agreements setting out the rights of the spouses in the event of a divorce are great if done properly.  They can specify how any business interest will be treated in the event of divorce – up to and including exclusion of the business from the marital assets. 

A buy-sell agreement between owners is also critical to minimize the uncertainty associated with the divorce of any owner, since it establishes rights vis-à-vis the owners of the company.  Such agreements determine what happens if one of the owners dies or leaves the company.  I’ve heard them referred to as prenuptial agreements between the owners.

If you are unsure of where your business stands, or you own a small business and are facing (or are in the midst of) a divorce, you need to consult with counsel who are experienced not only in the field of family law, but in the field of business law and contracts as well.  If you find yourself in such a situation, give us a call.  We can help.

Workplace Investigation Training: Module I Agenda

Workplace Investigation Training: Module I

April 20, 2012 from 9:00 AM – 5:00 PM
Atlanta, Georgia
This event requires registration: http://www.OneMediation.com.  Click Here for an Agenda of the seminar.
This advanced program, along with the Module II Practicum, is designed to cross train in-house counsel and to enhance the skills of Risk Management and HR professionals for conducting investigations into bullying, discrimination, harassment and retaliation.
Module I is day-long seminar that provides a detailed overview of how properly to investigate concerns or allegations of personnel misconduct in a thorough, fair, and well-documented manner that contemplates potential litigation. Significant time is spent on investigation plans, document gathering, techniques for interviewing witnesses, and report writing. Both Module I and Module II focus on putting information into action through group and individual activities that reinforce the learning objectives.
Module I is offered on April 20, 2012, June 15, 2012 and September 29, 2012, starting at 9:00 a.m. and ending at 4:45 p.m. Early Bird Registration ($295) closes 30-days before the session. Regular tuition: $395.00.
Module II Practicum is offered on a Friday/Saturday format. In 2012, it is offered two times: June 22-23 and again October 5-6, 2012. Regular tuition: $995.00 (Early Bird: $825).
Registration for both Module I and the Module II Practicum is $1,300 (Early Bird $1,100).
Faculty include Lorene Schaefer, Esq., Jennifer Keaton, Esq., and Suzanne Deddish, Esq. These attorneys and workplace investigators have significant Labor and Employment litigation experience regarding EEOC Charges, Sarbanes-Oxley Charges, tort claims, and internal grievances that involve concerns of harassment, discrimination, bullying, poor leadership/supervision, and whistleblower and retaliation concerns. They put their litigation and investigation experience to work with these active-learning seminars.
Call One Mediation for more information (404-720-0599).

ADA Issues in the Workplace: Steps to Help Disabled Employees Succeed


Disability discrimination is among the most complicated areas in employment law today. One of the reasons for all this complication is because the laws require that employers and employees engage in an interactive process. The interactive process can be a daunting endeavor for employers. Here’s a 15-step approach to take employers through this process.

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